Jamey welcomes Dr. Tom Bourdon to discuss his debut book, It Lit a Fire, and the practical ways leaders at every level can drive positive change using his Firestarter model. Tom introduces this model, which comprises pull, passion, and courage, as a tool to help individuals stay focused on their course values and take courageous, intentional actions without burning out, particularly in today’s challenging organizational climates.

They also talk about how impactful leadership is not limited to those with formal authority and that anyone, from entry-level employees to executives, can catalyze meaningful change. The discussion draws on stories from Tom’s book, featuring well-known figures and everyday change agents alike, emphasizing the importance of personal motivation, the ripple effects of small acts of courage, and the significance of cultivating workplaces where respect, inclusion, and a sense of purpose are foundations. They also reflect on the challenges of sustaining DEI work amid growing polarization and recommend reframing the conversation around universal human values like dignity and fairness.

To find out more about Tom's work and grab his book, visit: https://tombourdon.com/it-lit-a-fire

Michelle discusses how leaders can create psychological safety in the workplace amid escalating ICE raids across the U.S. She talks about how beyond legal compliance and physical safety, employers must address widespread fear affecting immigrant employees and broader communities, especially in vulnerable work sites like retail, restaurants, healthcare, manufacturing, and distribution.

She defines psychological safety (Amy Edmondson) as an environment where employees can speak up and be authentic without fear of retribution, noting its engagement and productivity benefits. Recommended actions include establishing and widely communicating clear company policies and escalation paths; tailoring protocols to the work environment; providing accessible FAQs, hotlines, and EAP legal resources; clarifying guidance if approached by agents; planning for absences, emergency time off, coverage, and scenarios like wrongful detention; and creating trusted people and spaces for employees to voice concerns, while building these steps into standard operating procedures.

To learn more and connect, visit: www.Equity-At-Work.com

Jamey tackles one of the hardest conversations we seem to be able to have whether it's with family or coworkers, and that's the complexities of politics in the workplace. The episode examines how polarized political climates create divergent realities for people, using the example of differing reactions to widely seen videos of ICE killings. Jamey talks about the dual role organizations play: they are both entities expected to take public stances and communities where people with diverse viewpoints must collaborate.

The discussion provides actionable best practices for leaders to navigate these political tensions. Key recommendations include clearly and repeatedly communicating organizational priorities, acknowledging facts and conflicting realities, fostering open dialogue about politics, setting ground rules for conversations, protecting political diversity within anti-bias policies, and establishing guidelines for public organizational statements. The episode underscores the importance of balancing transparency and inclusivity, urging leaders to create environments where dissenting views are respected rather than suppressed, even as organizations address and respond to societal events.

To learn more, visit: www.Equity-At-Work.com

In this episode, we have a special interview when Michelle welcomes Shubhi Rao, founder and CEO of Uplyvel to discuss the intersection of artificial intelligence and gender equity. The conversation dives deep into how AI can reshape workplace diversity, equity, and inclusion, especially through the innovative lens of Uplyvel’s work creating the world’s largest gender dataset. Shubhi explains how her experiences in top-tier companies, combined with her awareness of the AI investment landscape, inspired the company's mission to build authoritative, female-forward datasets and tools that reflect women’s lived experiences in health, career, money, sports, and safety.

The episode also unpacks misconceptions about AI, challenges and opportunities for women in leveraging AI strategically, and practical advice for leaders and board members seeking to bring more diversity into boardrooms. Shubhi Rao offers actionable steps on how to get AI-savvy, underscoring the importance of understanding not just generative AI tools but broader concepts like data, algorithms, risk, cyber-security, and ethics. The episode wraps up with guidance on staying informed in this fast-moving landscape, highlighting newsletters and continual learning as a must for modern leaders.

In this episode, Jamey discusses the concept of leadership through the lens of curiosity, especially as it relates to diversity, equity, and inclusion in the workplace. Jamey reflects on leadership lessons flooding platforms like LinkedIn, noting that while countless methods and archetypes are suggested, true effective leadership boils down to one universal trait: curiosity. By asking questions, leaders avoid the traps of certainty and rigidity, instead collecting information, diffusing tension, and building collaboration.

The discussion emphasizes how curiosity does more than just inform decision-making; it acts as a bridge for diverse voices to be heard within teams, allowing leaders to adapt approaches that truly fit their people rather than forcing individuals to conform to static systems. Jamey highlights practical ways to build this skill as an ongoing practice, drawing on ideas from Daniel Kahneman's "Thinking, Fast and Slow" and real workplace leadership scenarios. The episode wraps with actionable tips for leaders looking to embed curiosity into their daily routines for more inclusive and effective teams.

Key Topics Discussed:

1. The surplus of leadership advice and archetypes (LinkedIn, thought leaders, etc.)
2. The central role of curiosity in effective leadership
3. How curiosity benefits decision-making, collaboration, and tension reduction
4. Customizing leadership and workplace practices through team input
5. Diversity and inclusion as natural outcomes of curiosity-based leadership
6. Systems 1 and 2 thinking (Daniel Kahneman) and their impact on leadership choices
7. Practical strategies for fostering curiosity in yourself and your team
8. Examples of curiosity leading to more inclusive workplaces

With the changes in DEI last year, Michelle discusses what the landscape of DEI looksl ike in 2026, and how the widespread confusion and fear surrounding legal changes has impacted business decisions. She talks about how most DEI initiatives remain lawful despite the uncertainty. Leaders are urged not to adopt a wait and see approach or pull back too aggressively, as such tactics risk alienating employees and shareholders, damaging organizational reputation, and forfeiting opportunities for growth and innovation.

She also outlines a six-dimensional framework for balancing risk and reward in DEI strategy, touching on financial, legal, regulatory, employee, social, and shareholder perspectives. She highlights the rising employee demand for inclusion and belonging, the costs of retention and disengagement, and the risks posed by reputational setbacks. She closes with actionable advice: recalibrate your strategy by focusing on engagement and inclusion, even if you change the terminology, and leverage available resources to navigate the current climate without abandoning the foundational principles of DEI.

In this episode, Michelle discusses the unique challenges and opportunities of advancing Diversity, Equity, and Inclusion (DEI) initiatives within the hourly workforce. Addressing the common misconception that DEI is only for corporate settings, Michelle advocates for bringing these efforts into field-based environments like retail stores, distribution centers, and call centers. She talks about the tremendous positive impact that thoughtfully implemented DEI programming can have on retention, engagement, and productivity, even among large, dispersed hourly teams.

Michelle also shares actionable strategies for leaders looking to embed DEI across their organizations, regardless of employee location or access to technology. She talks about the importance of listening directly to frontline workers, tailoring programming to meet their needs, and finding creative ways to deliver both formal and informal DEI education. Michelle also offers practical tips—like using QR codes, implementing recognition programs, and fostering two-way communication between corporate and the field—to ensure all employees feel valued and included.

In this episode of DEI Minute, Jamey dives deep into how organizations can effectively gather and operationalize feedback related to Diversity, Equity, and Inclusion (DEI) efforts. He discusses the crucial role feedback plays in advancing DEI initiatives and shaping decision-making processes that are responsive and inclusive.

Jamey offers tactical guidance on determining who to solicit feedback from, crafting the right questions, and incorporating both quantitative and qualitative data for well-rounded insights. He highlights best practices for making feedback a routine part of DEI work, exploring how representation, psychological safety, and transparency can improve response rates and trust. The advice is practical: keep feedback processes brief, use multiple channels, consider confidentiality, and share findings widely to promote organizational accountability and reinforce positive change.

To learn more and connect, visit: www.Equity-At-Work.com

To grab Michelle's new book, visit: Do DEI Right

Key Topics Discussed:

1. The importance of feedback in DEI processes
2. Quantitative vs. qualitative feedback: definitions and uses
3. Who should provide feedback: ensuring broad and representative participation
4. How to craft broad and specific feedback questions
5. Operationalizing feedback: best practices for collection and response
6. Maintaining consistency and psychological safety in feedback methods
7. The value of transparency and accountability in sharing feedback results
8. Tips for maximizing participation and quality of responses